Diversity, Equity, Inclusion and Belonging (DEIB) are at the heart of everything we do in leadership development at Intend2Lead, and we envision a profession that includes all of us.

We are honored to be a member of the Diversity, Equity & Inclusion Consortium in collaboration with Boomer Consulting, Inc. This working group is made up of approximately 20 practitioners, leaders, and consultants who are passionate about making positive change in the accounting profession. Our group’s mission is to provide direction and encourage transparency and accountability by helping organizations within the accounting profession identify and remove barriers to DEIB.

Our DEI Consortium hosted our first ever symposium on August 12, 2025. The purpose of this event was to educate and inform, learn from one another, and create a strong community of leaders who want to build a more inclusive profession.

We heard from a panel of executive leaders who are guiding their firms through the challenges of change. We connected in small groups to explore the success and challenges we’re experiencing in DEI and some resources we can use to grow our individual knowledge and help us transform our organizations. Lastly, we discussed findings from the DEI Journey’s Research Report and collaborated on meaningful goals and key performance indicators (KPIs) to track our progress.

Attendees of our Symposium generously granted us permission to share some of the highlights with you in hopes you take away at least one powerful insight to help move DEIB forward at your organization.

Successes and Challenges in DEIB

During this session, attendees explored two important questions in small groups and shared their highlights and key takeaways with the group.

Question 1: What’s one approach, method, or practice related to DEIB that is working well for your organization?

  • Proactive, Human-Centered Check-Ins. One firm shared how leadership regularly connects with department heads to identify employees who may be underperforming or struggling. Leaders then reach out for a personal check-in, creating a safe space for employees to share challenges that may be affecting their performance. When appropriate, leadership may communicate with managers to adjust expectations or provide flexibility. This approach emphasizes empathy, equity, and the importance of caring for the whole person, not just their work product.
  • Firm-wide DEIB Events. Some firms consolidate individual team events into larger, firm-wide gatherings, such as a dedicated DEIB Day or Diversity Day. This unifies employees across offices and remote locations, while reinforcing the organization’s commitment to DEIB.
  • Employee Resource Groups (ERGs). ERGs have become an essential tool for connection, especially in hybrid or fully remote environments. They bring together individuals with shared experiences, interests, or identities.
  • Quarterly Diversity Spotlights. One firm hosts a virtual diversity call each quarter to celebrate employees from specific cultural or identity backgrounds. These spotlights feature team members’ personal stories and cultural highlights.

Question 2: What is a significant challenge that you are facing at your firm? What are some steps you could take to move that challenge forward?

  • Balancing chargeable hours with participation in DEIB activities. Many employees want to be involved in these important initiatives but feel they can’t justify the time commitment alongside their billable hour expectations. One solution to this challenge is for leadership to formally allocate a portion of time within an employee’s work plan specifically for these efforts. This approach ensures DEIB involvement becomes an integrated, legitimized, and supported part of the firm’s culture.
  • Effectively communicating that DEI is not a standalone initiative, but a core part of the organization’s identity and strategy. When changes are made at an organization, such as shifting away from the acronym “DEI” or introducing new language, it can create confusion and concern among employees. Without clear communication, employees may assume the company is stepping back from its commitment. Leadership should use clear and consistent talking points, simplify messaging, and be clear about how the changes tie into the firm’s strategy and values.
  • Ensuring all cultures and backgrounds are recognized and included. It can be easy to unintentionally overlook certain groups or make assumptions without realizing it, especially when working remote or across multiple offices. To address this, organizations can create intentional opportunities for connection and dialogue. One way to do this is to host virtual coffee chats or structured meet-and-greets that pair individuals from different backgrounds. These informal initiatives can encourage storytelling and relationship-building, increase cultural awareness, and foster a more inclusive environment.
  • Lack of diversity within leadership, which can lead to difficulty attracting prospective employees. When prospective employees don’t see diverse representation at the top, they may feel the company doesn’t represent their values and isn’t a place they can thrive. Because of this, they may choose not to apply in the first place. As a solution, firms can prioritize intentional outreach, such as partnering with schools and universities and focusing on recruitment strategies that attract talent from diverse backgrounds.

It’s clear that DEIB is a critical to the future of the accounting profession. Fostering a sense of belonging in the workplace must be integrated into the fabric of an organization. We are inspired and encouraged by these accounting leaders’ commitment to building a more inclusive future for our profession that will allow all of us to thrive.

See you in the DoP,